In What Way Is Reparation Proving to Be a Major Problem
IN WHAT WAY IS REPARATION PROVING TO BE A MAJOR PROBLEM FOR MULTINATIONAL ENTERPRISES? DISCUSS WHAT SHOULD BE THE ESSENTIAL FEATURES OF AN EXPATRIATES TRAINING PROGRAM, DESIGNED TO ASSIST THE WESTERN EXPATRIATE ADJUSTING TO LIFE AND WORK IN ANOTHER CONTINENT.
ABSTRACT:
Amongst many crises faced by multinational corporations comprises of both premature return of expatriates as a result of failed assignments, and the poor retention of returned expatriates due to failed repatriation. In order to minimise both the direct and indirect cost associated with expatriate failure, Multinational corporations these days are striving had t improve their capability to manage expatriates, before, during and after international assignments.
This article seeks to highlights and discus the features of the expatriate training before embarking on such international assignments in order to minimize cost and take good advantage of what the host economy has to offer that will be beneficial to the home or parent organization.
INTRODUCTION:
With respect to the effect of globalization on organizations, they have been an increasing challenge as to using expatriates on international assignments to strategically complete decisive tasks. (Gregersen & Black 1996). The use of expatriates by multinational corporations may not only be for corporate control and expertise reason, but also to assist in the entrance into new market or to develop international management competencies. (Bird & Dunbar 1991, Boyacigiller 1991, Rosenzweig 1994, Shaffer, Harrison & Gilley 1999, Forster 2000).
With the recognition of Human Resource Management problems as being more complex in the international environment, they is also a rise in evidences suggesting that International Human Resource Management is increasingly being recognized as a major factor of success or failure in international business. (Tung 1984, Dowling 1999, Hiltrop 1999).
Therefore to counter such crisis in expatriate
ABSTRACT:
Amongst many crises faced by multinational corporations comprises of both premature return of expatriates as a result of failed assignments, and the poor retention of returned expatriates due to failed repatriation. In order to minimise both the direct and indirect cost associated with expatriate failure, Multinational corporations these days are striving had t improve their capability to manage expatriates, before, during and after international assignments.
This article seeks to highlights and discus the features of the expatriate training before embarking on such international assignments in order to minimize cost and take good advantage of what the host economy has to offer that will be beneficial to the home or parent organization.
INTRODUCTION:
With respect to the effect of globalization on organizations, they have been an increasing challenge as to using expatriates on international assignments to strategically complete decisive tasks. (Gregersen & Black 1996). The use of expatriates by multinational corporations may not only be for corporate control and expertise reason, but also to assist in the entrance into new market or to develop international management competencies. (Bird & Dunbar 1991, Boyacigiller 1991, Rosenzweig 1994, Shaffer, Harrison & Gilley 1999, Forster 2000).
With the recognition of Human Resource Management problems as being more complex in the international environment, they is also a rise in evidences suggesting that International Human Resource Management is increasingly being recognized as a major factor of success or failure in international business. (Tung 1984, Dowling 1999, Hiltrop 1999).
Therefore to counter such crisis in expatriate
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